Terminating Employees Safely
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Speaker : AMY J KEELY
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When : Friday, June 14, 2024
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Time : 01 : 00 PM EST
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Amy J. Keely is an award-winning supply-chain
marketer with over twenty years of business experience working for small
businesses as well as billion-dollar corporations - in a variety of
industries – primarily within the disciplines of marketing and
operations.
Amy’s specialty areas include global business management, small business, and business operational efficiencies. She holds a Bachelor of Arts in English from the University of Michigan with an influence in psychology and communication and attended Cambridge University in the UK for International Studies. She also holds a Master’s in Business Administration (MBA), a Master of Education (M.Ed.); and a Ph.D. ABD in Philosophy, Aesthetics, and Art Theory.
Her successful marketing campaigns have resulted in earning the highly prestigious industry awards of the American Marketing Association Award and Silver Microphone Award. Amy has traveled extensively throughout the U.S. and globally to countries in Europe and India. It has helped her have a deeper understanding of various cultures in global business.
She has taught classes at both business colleges and art schools in the following disciplines: Management, Business/Business Law, Marketing (Advertising/Digital Media, Public Relations, Sales, Customer Service), Human Resources, English, Communications, Photography, and Fashion Merchandising (Consumer Behavior, Visual Merchandising, Import/Export Taxation, Inventory & Stock Control, Forecasting, etc.).
In addition to published case studies written for the workforce management industry, she is a published author from one of her Ph.D. papers titled The Evaluation or Valuation of Art: An Artist’s Dilemma. Her peer reviewed paper was published in the International Journal of Art and Art History.
Amy’s career and educational choices are
unique as an academic and business executive providing her with the
lens of an inter-disciplinarian. While separate and distinct interests,
she has found connections that are uncommon but support her passion for
business supply chain marketing, philosophy, and helping others. She is a
health advocate supporting mental health patients including her mother
who was the first female engineer but passed away from Alzheimer’s with
Sundowners. Her current doctorial work in fashion philosophy also
supports her marketing background as both are tied to knowledge, the
idea, and the role of ‘beings in the world’. Further the Socratic
method, found within the legal system, is foundational for learning how
to pose the question and a tenant to learning and retention.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
For any further assistance please contact us at support@grceducators.com
Terminating an employee is an uncomfortable situation for both the individual and the organization that is letting them go. There is a certain challenge that arises to the employer because if done incorrectly the employer can be faced with discrimination charges, wage and hour complaints, and wrongful discharge lawsuits. They can face fines, penalties, and unwanted audits. There are many employment law firms that take cases on a contingency basis, and they look at companies of all sizes as deep pockets. Therefore, the burden of proof can fall upon the employer to show beyond a reasonable doubt that they are innocent of the accusations presented against them.
In addition, disgruntled employees who have been terminated react in many ways. Some of those circumstances may include computer sabotage and workplace violence. Removing the terminated employee’s computer access, and work badge access, and separating them from onsite employees are just some of the necessary safety measures that must be taken in the interest of everyone’s welfare.
This course will teach the student about things to be on the lookout for, how to create a protocol for their individual organizations, and provide them with information on where to find Department of Labor rules and mandates on both the state and federal levels. It will also address Employment at-will laws that present both the terminated employee as well as the employer with specific rights and responsibilities.
Areas Covered
Key topics covered in this CPE course:
- Why having established work standards and rules of conduct in a business is important
- The important rules and regulations pertaining to “Employment at Will”
- The importance of having the necessary documentation in your employees’ personnel files
- The importance of exercising caution throughout the termination process and avoiding the element of surprise
- Necessary steps that must be taken leading up to the actual termination
- Preparation for the termination presentation to the employee
- Having the EXIT talk with the outgoing employee
- Communicating with the rest of your team after the employee has been terminated
Who Should Attend
- Employee Management
- Performance Management
- Small Business Owners
- Leaders
- Managers
- Team Leaders
- Department Heads
- Supervisors and others in Leadership Role
- Human Resource Professionals
Why Should You Attend
If you find yourself in the position of having to terminate an employee, you must be prepared to do so ahead of time. Under the best of circumstances, it is a difficult and emotional experience for all parties involved.
Beyond the emotional portion of the process, it is imperative that the process of termination is handled carefully to avoid legal accusations of discrimination, wrongful termination, and wage and hour complaints. Additionally, litigation is costly, and time-consuming and creates a poor image of your company.
Even if the employee exits amicably, once they get over the shock of losing a job, they may go through many different emotions, such as depression, and even revenge. They may seek legal revenge by filing a lawsuit against your company and your employees, or even worse, they may retaliate violently causing harm to themselves and your other employees.
Ensuring your staff follows the legal protocol established by the state you are located in will save your company a lot of trouble later on. This will also circumvent unwanted audits, fines, and licensure revocations.
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$160.00
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